#concern

Has anyone heard that the severance pay is going from 1 paycheck/2 weeks of pay per every year of service to 1 week of pay per year of service? I’m really hoping it’s not true.

What is the point. All they have to do is wait for 3 months and LR you without any explaination.

If we had layoffs later this week. For no other reason but to fu-k with us. That's how low my opinion is of this leadership. I honestly believe them capable of that.

In case you were hoping we were done.

Remember all the Leadership videos stated (or at least implied) that “we’ll figure out the mapping, redundancy and needs” withing the next 120 days.

Sadly it could happen at any time.

New employees from Cox – Charter does not care about you
Old employees from Charter – Charter never cared about you

Take care of yourself.

Does anyone feel like this release was written horribly?? Are you signing? Was this legal?

Hi all my laid off buddies...release is on workday but this line I'm hesitating...
Employee may not sign this release prior to their last day of unemployment and prior to receiving their final paycheck...
So we can't sign this until next Friday, which is a delay, which will allow them time to delay payout until October. Has anyone previously laid off signed this prior to their final paycheck and still received severance?
This is my only reason I'm hesitating

Some of the leaders on here are insecure enough to work extra hard to have it taken down. I did not say anything that was beneath the belt, but sure admin… burry the truth

Did anyone who took the VSP and separated 9/4, get to log in to Workday and it says Terminated?!? Is this normal? Should I be worried about receiving my VSP?

Just curious....noticed some age related trends in my department...

HR is obviously there to protect the company, not me, so I am trying to figure out if I should go straight to senior leadership or if I have to go through my manager first and risk getting shut down before I even get heard. I'm avoiding saying what the subject is for anonymity purposes.

Pratt subdivision. Lots a safety problems there needs fixed. Wires layed on ground. Backside washed away , no way to stand there with door open , very risky, dont wanna fall down the hill and bust your butt. Wish they bring in big load of rock/dirt to fill it all safe.

I honestly can’t fathom what sort of su-king up, political maneuvering, or just plain lying has to be done for anyone to still to have any belief that he is at all qualified for his role or isn’t hurting the company. His teams despise him and have to work behind the scenes just to get anything done as he lacks any strategic direction with zero market experience. And if his lack of skill wasn’t enough, it’s his poor character and how he speaks down to folks that is the worst. It has to be fixed!

It goes without saying but just a friendly reminder during the reorg. Big brothers are watching us.

Layoffs will follow.

Got a note to update my personal email address.. why would they need it ?

Not knowing is stressing me out.

Something we have to deal with as a fact of life, not as an occasional happening?

Ricoh footprint being gobbled up nationwide by competitors . Losing the big contracts at a concerning rate. Must be a reason their customers are so frustrated. Hang on if u can loyal employees. What are your thoughts?

Have there been recent layoffs? Seems like people are getting let go little by little rather than massive layoffs unless someone has heard otherwise? Seems like most new positions are being opened up in low labor costs countries.
Is this how the company is going to be? A western management team with all outsourced employees?

I recently heard that a former CIO visited our security facilities with his new company. Isn't this something of a privacy concern? I would have expected our security teams to be less than enthusiastic about a former CIO wandering the premises to recruit staff.

Does anyone have more detail on what occurred, or perhaps why it was allowed?

DO NOT take the engagement survey starting next week. Most companies (truist included) care more about low participation than low scores. Most companies believe that any response to these surveys indicates that you still believe your voice is heard and cared about. This is well documented online and I’ve seen it personally.

A manager of mine a few years ago (who was terrible and eventually fired for misconduct) had very high engagement scores. Much higher than the company average. And that’s because only ONE person on a team of over 20 people took the survey (I personally think the only teammate that took the survey was the one the manager was sleeping with, but I could be wrong). HR and higher management got involved specifically because of low participation and our concerns were finally addressed.

The participation rate has been steadily going down throughout Truist for years. Make it plummet and they’ll actually start taking notice. That’s why we get emails saying “hey guys we still only have xx% of people who have taken the survey. It’s available to take for a couple more days. Make sure to take it and make your voice heard blah blah blah.”

Silence is the sound of dissent and dissatisfaction, and that makes people in charge VERY nervous.

Judges regularly turn dangerous men loose, but we have to have a nationwide surveillance system and countless data centers? Nah.
So let’s discuss the possibility/ likelihood of Flock layoffs (as the home page of this site says this site is for).
How soon until the ax starts falling?

This week has been the perfect example that we do not matter. One coworker passed this week and all of fraud has continued on with managers acting like everything is normal. Shame on you leaders we are humans.

When is the next round of IT layoffs? A lot of my team was affected in the last round I have a feeling my turn is coming up. Will it be before the end of the year? In this market most of us are in big trouble if we lose our jobs. It is rough out there

Read on earlier posts that WellMed is planned to be sold by Optum by the end of the year, is that true?

Y’all, I know that the PIPs and RAs across the board are truly unsettling, and in many cases, just wrong. On the flip side, the amount of incompetence is mind blowing - people lack fundamental product and business skills here. Very concerned about we are all gonna get it if we don’t get it together.

Is this a meritocracy or a friendship club? It's a rhetorical question, by the way.

Gates up? I feel something is up. Not sure what, but something is up. Any ideas?

x.com/ChiefEngineerCE/status/2095181456184316130
People ask what actually happens if you report a visa coworker to USCIS anonymously. Here is the process. It is not a movie. It is paperwork that becomes the employer’s problem.
You find you or an American colleague is carrying the weight of a staff full of unqualified H1B while they are working their way through firing and hiring more and more...
So-
You file the tip at the USCIS form:
https://uscis.gov/report-fraud/uscis-tip-form
You can submit without your name. Give the worker’s name, employer, worksite, job title, and specific examples of missing skills, wrong duties, or a title that does not match the degree. Vague reports die. Specific reports can be checked against the petition the company already filed.
Honestly, multiple reports are better and if its a safety or fraud issue then it is going to carry more weight.
Understand-
You will not get a status update. No case number. No email that says the visa was pulled. That is by design.
USCIS screens the tip. If it looks like benefit fraud, it can go to Fraud Detection and National Security. They already have the LCA, the claimed degree, the wage, and the worksite. They compare your facts to the employer’s attestations. If it looks criminal or worksite-related, it can go to ICE. Wage and location issues can also go to the Department of Labor.
What the company sees is the headache. At first it's HR then its time gathering documents and scheduled meetings. Then it gets expensive as attorneys get involved and the longer it takes the more they make.
An unannounced site visit. Officers asking who works there, what they actually do, and whether it matches the petition. Interviews with managers and the visa worker. Document requests. A Request for Evidence. A Notice of Intent to Revoke. Immigration counsel on the clock. HR locked in a conference room explaining why the “engineer” does not have an engineering degree. If the company refuses to cooperate, USCIS can use that against petitions at that worksite.
The coworker usually does not hear “your colleague reported you.” Truth is they may not even know they were reported. HR might call and ask some questions but avoid tipping him off, because there is a risk as to what he might divulge. The last thing the employer needs is for it to get out and for others to follow suit.
Even if he is told the person impacted is not likely to tell anyone or may be compelled to cooperate and disclose information about his manager and colleagues.
They hear that renewal got harder, the border got colder, or FDNS showed up at reception. That process can drag. It is still expensive. Counsel, lost time, and a compliance file that now exists are costs the employer pays whether the petition ultimately survives or not.
That is the point. Employers treated these H1B filings as cheap and low-risk. A documented tip turns a quiet staffing choice into a federal review of the story they told the government.
Report wage and LCA problems to DOL at 1-866-487-9243. Worksite and identity issues to ICE at 1-866-347-2423 or https://ice.gov/webform/ice-tip-form.
Finally, do not invent facts. Crying wolf might get legitimate complaints ignored. A false federal report is its own problem. Real examples, dates, and duties are what make a tip land on someone who can act

Do you feel something strange in Shanker sending the email about moving on from the layoff? The email is supposed to be from the CEO.

Anyone else wondering about the big Town Hall meeting next week. It seemed very sudden and when I looked back at the old announcements they always have announced the meetings a month in advance. Also seems like a lot of people leaders will be on site for the meeting. Definitely seems like more bad news on the horizon...

We at STCB are worried and uncertain about our future. Like many others, we come here simply to look for clues, information, and perspectives about what might happen—not to disturb or upset anyone.

This platform is one of the few places where employees can openly share concerns and discuss uncertainties. If our posts or comments are not relevant to you or you do not like them, please forgive us and simply skip them.

We are all trying to understand what the future may hold during an uncertain time. Please be kind and understanding toward one another.

Because mine certainly isn't.

I’ve heard a handful of people in the different offices were already let go, and the NZ office is gone now. Is this a trickle effect? Wondering how far we have to wait for the other shoe to drop.

What do you think? What are the chances?

I've heard horror stories about deductions and unpaid vacation for folks who quit. Anyone deal with that?

We know another round is coming. The only question is when.